All training is designed to help target learners improve their performance, but that’s not where the story ends. Stakeholders and training vendors are also judged by the success or failure of a learning solution.
We all have a lot to gain when training meets its intended goal. And we have just as much to lose when it doesn’t. When learning solutions are successful, job performance improves, satisfaction increases, the business meets its goals, and L&D professionals receive more budget (!) to make an even greater impact.
And when training fails to improve performance, well… we won’t get into that.
The definition of a successful learning solution can be subjective. There isn’t a consistent rubric to measure learning solutions against each other to see which ones are the best. Award programs like Brandon Hall and CLO help with this to some extent, but unless you plan to submit every learning solution you create for an award, benchmarking is tough.
That’s why we created our Learning Solution Scorecard. We introduce it to clients at the beginning of every project to coach them on what factors will make their training succeed. We use it at the end of projects to measure their success. And we use the scorecard during a project to make sure we’re headed in the right direction.
By scoring learning solutions across four categories, we are able to assess whether they are Performance Accelerating, Performance Promoting or Performance Demoting.
Is the learning solution meaningful?
Meaningful learning solutions are linked to a clearly defined business problem or need. They are designed with the needs and motivations of target learners in mind and have a clear learning solution goal that defines what learners need to do differently based on the training.
Is it memorable?
When we say memorable, we mean that learners should be able to remember what they learned and apply it on the job. The scorecard checks for a variety of instructional design approaches based on learning science to make sure the learning solution maximizes retention and recall.
Is it engaging?
By understanding the target learner, we can create solutions they will find engaging. The scorecard checks to verify that the learning materials have high production value and use innovative approaches where appropriate to enhance the learning experience.
Is it supported post-training?
Learners need more than one touch-point to remember new information and skills. The scorecard verifies that mechanisms are in place to ensure performance on the job. It also makes sure supervisors encourage and monitor the learner’s efforts in applying the learning.
Get the scorecard